MGT 3320 Exam 2 Questions and
Answers
-Procedure that defines abilities as the enduring attributes of individuals that account
for differences in performance
-It relies on the taxonomy of abilities that presumably represents all the dimensions
relevant to work - ANSWER-Fleishman Job-Analysis System
a family of job analysis methods, each with unique characteristics; each focuses on
analyzing all the tasks performed in the focal job. - ANSWER-Task Analysis
Inventory
attempt to have a single job analysis instrument that can be used with a wide variety
of jobs. - ANSWER-Functional Job Analysis
standardized job analysis instrument consisting of 194 items reflecting work
behavior, working conditions, or job characteristics that are assumed to be
generalizable across jobs - ANSWER-Position Analysis Questionnaire
a standardized job analysis instrument, similar in approach to the PAQ, which also
contains 197 items. The focus is on managerial jobs and the analysis is done in
terms of 13 essential components of all managerial jobs. - ANSWER-Management
Position Description Questionnaire (MPDQ)
focus is on critical behaviors that distinguish between effective and ineffective
performers - ANSWER-Critical Incidents Approach
lists the tasks, duties, and responsibilities for a particular job and specifies the major
job elements, provides examples of job tasks, and provides some indication of the
relative importance of the effective conduct on the job. - ANSWER-Job Description
focuses on the individual who will perform the job and indicates the knowledge,
abilities, skills, and other characteristics that an individual must have to be able to
perform the job. - ANSWER-Job Specification
refers to an individual's beliefs about what is right and wrong and what is good and
bad. Ethics are formed by the societal context in which people and organizations
functions. - ANSWER-Ethics
are not always the same because ethics and law do not always coincide precisely,
therefore, managers must take steps to ensure their behavior is both ethical and
legal. - ANSWER-Ethical Behavior and Legal Behavior
is the process of monitoring and adjusting the composition of the organization's
workforce to its optimal size. - ANSWER-Rightsizing
, face a real challenge in managing the size of their workforces as a way to deal with
their current needs and potential future economic realities. - ANSWER-Organizations
refers to hours worked above the normal 40. - ANSWER-Overtime
involves an organization paying a fee to a leasing company that provides employees
on a temporary basis. This pool of employees usually constitutes a group or crew
intended to handle all or most of the organization's work needs in a particular area. -
ANSWER-Employee Leasing
are those who work less than 40 hours a week. They typically do not receive benefits
and they afford the organization a great deal of flexibility in staffing. - ANSWER-Part-
Time Workers
refers to perceptions that the outcomes a person faces are fair when compared to
the outcomes faced by others. - ANSWER-Distributive Justice
refers to perceptions that the process used to determine the outcome was fair. -
ANSWER-Procedural Justice
refers to the quality of the interpersonal treatment people receive when a decision is
implemented. - ANSWER-Interactional Justice
What are the 3 types of Justice? - ANSWER-1-Distributive Justice
2-Procedural Justice
3-Interactional Justice
are defined as those firms in which changes in employment throughout these years
fell between plus and minus 5%. - ANSWER-Stable Employers
are firms in which the decline in employment was more than 5% and the decline in
plant and equipment was less than 5%. - ANSWER-Employment Downsizers
refers to following unacceptable behavior with some type of negative consequences.
- ANSWER-Punishment
Disciplinary programs are designed to improve performance. - ANSWER-
Punishment
refers to the system of rules and procedures for how and when that punishment is
administered and how severe the punishment - ANSWER-Discipline
The goal is to convince the employee to stop the ineffective behavior. - ANSWER-
Discipline
the first step in most progressive disciplinary programs. They are cautions conveyed
orally to the employee. - ANSWER-Verbal Warnings
Answers
-Procedure that defines abilities as the enduring attributes of individuals that account
for differences in performance
-It relies on the taxonomy of abilities that presumably represents all the dimensions
relevant to work - ANSWER-Fleishman Job-Analysis System
a family of job analysis methods, each with unique characteristics; each focuses on
analyzing all the tasks performed in the focal job. - ANSWER-Task Analysis
Inventory
attempt to have a single job analysis instrument that can be used with a wide variety
of jobs. - ANSWER-Functional Job Analysis
standardized job analysis instrument consisting of 194 items reflecting work
behavior, working conditions, or job characteristics that are assumed to be
generalizable across jobs - ANSWER-Position Analysis Questionnaire
a standardized job analysis instrument, similar in approach to the PAQ, which also
contains 197 items. The focus is on managerial jobs and the analysis is done in
terms of 13 essential components of all managerial jobs. - ANSWER-Management
Position Description Questionnaire (MPDQ)
focus is on critical behaviors that distinguish between effective and ineffective
performers - ANSWER-Critical Incidents Approach
lists the tasks, duties, and responsibilities for a particular job and specifies the major
job elements, provides examples of job tasks, and provides some indication of the
relative importance of the effective conduct on the job. - ANSWER-Job Description
focuses on the individual who will perform the job and indicates the knowledge,
abilities, skills, and other characteristics that an individual must have to be able to
perform the job. - ANSWER-Job Specification
refers to an individual's beliefs about what is right and wrong and what is good and
bad. Ethics are formed by the societal context in which people and organizations
functions. - ANSWER-Ethics
are not always the same because ethics and law do not always coincide precisely,
therefore, managers must take steps to ensure their behavior is both ethical and
legal. - ANSWER-Ethical Behavior and Legal Behavior
is the process of monitoring and adjusting the composition of the organization's
workforce to its optimal size. - ANSWER-Rightsizing
, face a real challenge in managing the size of their workforces as a way to deal with
their current needs and potential future economic realities. - ANSWER-Organizations
refers to hours worked above the normal 40. - ANSWER-Overtime
involves an organization paying a fee to a leasing company that provides employees
on a temporary basis. This pool of employees usually constitutes a group or crew
intended to handle all or most of the organization's work needs in a particular area. -
ANSWER-Employee Leasing
are those who work less than 40 hours a week. They typically do not receive benefits
and they afford the organization a great deal of flexibility in staffing. - ANSWER-Part-
Time Workers
refers to perceptions that the outcomes a person faces are fair when compared to
the outcomes faced by others. - ANSWER-Distributive Justice
refers to perceptions that the process used to determine the outcome was fair. -
ANSWER-Procedural Justice
refers to the quality of the interpersonal treatment people receive when a decision is
implemented. - ANSWER-Interactional Justice
What are the 3 types of Justice? - ANSWER-1-Distributive Justice
2-Procedural Justice
3-Interactional Justice
are defined as those firms in which changes in employment throughout these years
fell between plus and minus 5%. - ANSWER-Stable Employers
are firms in which the decline in employment was more than 5% and the decline in
plant and equipment was less than 5%. - ANSWER-Employment Downsizers
refers to following unacceptable behavior with some type of negative consequences.
- ANSWER-Punishment
Disciplinary programs are designed to improve performance. - ANSWER-
Punishment
refers to the system of rules and procedures for how and when that punishment is
administered and how severe the punishment - ANSWER-Discipline
The goal is to convince the employee to stop the ineffective behavior. - ANSWER-
Discipline
the first step in most progressive disciplinary programs. They are cautions conveyed
orally to the employee. - ANSWER-Verbal Warnings
